Women make up nearly half of the working population in Northern Ireland and with the change in pension age, it is likely that more women will be working into later life. This changing demography, together with an employer’s duty of care to their employees and a greater openness in discussing the difficulties faced by those experiencing menopausal symptoms, helps explain why employers should ensure that they have the appropriate policies and procedures in place.
Research has revealed that working women between the ages of 45 and 55 who are experiencing menopause symptoms say it has a negative impact on them at work (CIPD). It has even caused some to leave the workplace entirely. Furthermore, those who feel unsupported were more likely to report feeling increased pressure or stress, increasing the chances of sickness absence.
One of the difficulties with managing the menopause at work is that, while most women experience it between 45 and 55, the menopause can happen much earlier for some women. It typically lasts for three to five years, but individuals differ. There’s also a range of symptoms; some women experience them all, some not. Every woman’s experience is personal and different. This does not mean that managers need to be experts in women’s health, it means that managers should listen to their staff, understand and seek to accommodate their needs, backed up by a menopause policy that is known about and used.
The most common symptoms reported were psychological, such as interrupted sleep, mood disturbances, anxiety, depression, memory loss, panic attacks, loss of confidence and reduced concentration. The CIPD research has some interesting insights into what employers have done to support employees going through menopause, versus what actually makes the biggest difference to those employees. Some practical points are that while the most common support offered by employers are written policies (47%) and menopause support networks (46%), employees reported that the most helpful measures were flexible working and ability to control temperature, and these were offered by only 26% and 25% of employers.
It is important that employers listen to their staff, understand and seek to accommodate their needs. This is the basis of running a welcoming and inclusive workplace and results in staff loyalty, less absenteeism and better motivation and productivity. Employers also have a duty of care to employees under health and safety law and should be aware of the possibility of facing a claim of sex, disability or age discrimination. It may well be that all that’s needed to help someone through a difficult patch is a seat by the window, an extra uniform blouse, access to cold drinking water or a fan on her desk. It is about employers taking the initiative to ensure that a menopausal employee has the same opportunity to have a safe, comfortable and productive working life as her colleagues.
Please get in touch if you require a draft Menopause Policy to support those suffering the effects of menopause at work.